作业绩效和关系绩效

关系绩效是最近掀起的一个热。该文对关系绩效的提出,作业绩效和关系绩效划分的根据,以及绩效可以分为作业绩效和关系绩效、可以用不向的预测源预测作业绩效和关系绩效的证明的有关文献进行了回顾。并从中获得了几点启示。     

Typical Performance,Maximal Performance,and Performance Variability: Expanding Our Understanding of How Organizations Value Performance

Existing research has distinguished between typical and maximal performance. Performance variability is another potentially important aspect of performance that has been infrequently studied. Using longitudinal data from the National Basketball Association (N = 269), we address this gap by examining how these three conceptualizations of performance are related to how organizations compensate their employees. Results indicate that each of these performance aspects is bivariately related to compensation levels, accounting for between 32% and 58% of the variance in compensation. In addition, typical performance and performance variability incrementally predicts compensation levels, although maximal performance does not. Implications for research and practice are discussed.     

The Impact of Computerized Performance Monitoring and Prior Performance Knowledge on Performance Evaluation1

Despite claims that computerized performance monitoring (CPM) systems provide objective performance data and thus foster accurate employee evaluations, few research studies have examined the impact of CPM data on the performance appraisal process. A laboratory experiment was conducted to assess the impact of prior performance level on requests for computerized performance information, and the influence of both prior performance level and requested information on performance evaluation. Forty-four male and female undergraduates electronically monitored four simulated employees whose prior performance was either high or low and whose performance during the monitoring period was either high or low. Results indicated that prior performance level and employee performance during the monitoring period independently influenced both current and future performance ratings. Further, when the simulated employee performed at a level incongruent with her prior performance, subjects requested more data about the employee's performance, were less certain about their ratings of the employee's current and future performance, and rated the employee's current performance as more variable than when the employee performed at a level congruent with prior performance. These results indicate that use of CPM systems that allow on-line access to employee performance and that record requested information may increase performance evaluation accuracy by facilitating the implementation of search strategies best suited to specific appraisal tasks and minimizing memory-related biases. However, such systems may not eliminate the effects of attention/encoding biases.     

Continuous Performance Test Performance in a Normative Epidemiological Sample

A 14-min continuous performance test (CPT) requiring a high rate of responding was administered to a probability-weighted random sample of 816 9–17-year-old children drawn from a population of 17,117 children in an ongoing epidemiological and longitudinal study in Western North Carolina. Systematic main effects of improved performance with older age were found in this age range for all variables, including reaction time (RT), RT standard error, errors of omission, errors of commission, and signal detection parameters (d' and ). Significant gender main effects included more impulsive errors, less variability, and faster RT by males, with no interactions between age and gender. There were no main effects of ethnicity or interactions of ethnicity with age and/or gender. Large main effects of interstimulus interval (ISI; 1, 2, or 4-s intervals) and time block were present for most CPT performance measures. The normative data from the CPT should provide a useful framework for interpreting similar data in future studies of child and adolescent psychopathology.     

The Effects of Performance Extremities on Ratings of Dynamic Performance

The impact of performance extremities (peaks and troughs) on performance ratings was unexamined. Based on judgment and decision-making theories, we hypothesized that performance extremities would exert an incremental (beyond performance mean and trend) impact on ratings and that the impact of troughs would exceed that of peaks. We also hypothesized that extremities would exert a greater impact when performance trends were in the opposite direction and when performance information was presented in a graphical rather than tabular display format. We tested these hypotheses via a policy-capturing study in which participants rated employee performance profiles across which extremities, trends, and mean levels were manipulated. The results consistently indicated that performance troughs, but not performance peaks, influenced performance ratings in expected ways.     

Examining the Role of Narrative Performance Appraisal Comments on Performance

Despite their prevalence in performance appraisal systems and purported importance in theory, narrative performance appraisal comments have been rarely examined. This study aimed to contribute to the literature by developing and testing a theory of quality narrative feedback. The author argues that managerial feedback that is both directive (i.e., lengthy, specific, and includes goals) and motivational (i.e., positive and high in interactional justice) would be related to year-lagged performance. Negative and positive emotions are also proposed as mediators of this relationship. Performance appraisal comments were coded for a sample of 1,019 clinical nurses. The structural equations modeling results provided preliminary evidence that feedback favorability and interactional justice demonstrated significant direct and indirect (through positive and negative emotion) effects on year-lagged employee performance.     

Relations Between Continuous Performance Test Performance Measures and ADHD Behaviors

The Conners' Continuous Performance Test (CPT) is a neuropsychological task that has repeatedly been shown to differentiate ADHD from normal groups. Several variables may be derived from the Conners' CPT including errors of omission and commission, mean hit reaction time(RT), mean hit RT standard error, d', and . What each CPT parameter actually assesses has largely been based upon clinical assumptions and the face validity of each measure (e.g., omission errors measure inattention, commission errors measure impulsivity). This study attempts to examine relations between various CPT variables and phenotypic behaviors so as to better understand the various CPT variables. An epidemiological sample of 817 children was administered the Conners' CPT. Diagnostic interviews were conducted with parents to determine ADHD symptom profiles for all children. Children diagnosed with ADHD had more variable RTs, made more errors of commission and omission, and demonstrated poorer perceptual sensitivity than nondiagnosed children. Regarding specific symptoms, generalized estimating equations (GEE) and ANCOVAs were conducted to determine specific relationships between the 18 DSM-IV ADHD symptoms and 6 CPT parameters. CPT performance measures demonstrated significant relationships to ADHD symptoms but did not demonstrate symptom domain specificity according to a priori assumptions. Overall performance on the two signal detection measures, d' and , was highly related to all ADHD symptoms across symptom domains. Further, increased variability in RTs over time was related to most ADHD symptoms. Finally, it appears that at least 1 CPT variable, mean hit RT, is minimally related to ADHD symptoms as a whole, but does demonstrate some specificity in its link with symptoms of hyperactivity.     

Personality as Performance

Abstract— As people seek to understand events within the world, they develop habitual tendencies related to categorization. Such tendencies can be measured by tasks that determine the relative ease or difficulty a person has in making a given distinction (e.g., between threatening and nonthreatening events). Researchers have sought to determine how categorization tendencies relate to personality traits on the one hand and emotional outcomes on the other. The results indicate that traits and categorization tendencies are distinct manifestations of personality. However, they often interact with each other. Three distinct interactive patterns are described. Categorization clearly does play a role in personality functioning, but its role goes beyond assimilation effects on behavior and experience.     

Effects of Performance Context on Processing Speed and Performance Ratings

The present study demonstrated that the presence of evaluatively polarized context performances not only produces contrast and halo effects on judgments of a target performance, but also causes judgments to be made much faster. Processing speed and positive halo were highly correlated, supporting the notion that halo in performance ratings results from raters' recall and use of a single, general impression. Furthermore, regression analyses demonstrated that processing speed mediates the relationship between context and halo. The relationship between these findings, halo, processing speed, and general impressions, as well as implications for performance appraisals, are discussed.     

抑制及其发展研究

认知研究领域对抑制这一隐喻的大量使用,彻底改变了人们对知觉和选择性注意,记忆和学习,以及行为控制等问题的认识与理解。尽管对抑制功能的考虑在心理学上已有一个世纪那么长久,但仅仅是在过去十余年,由于联结主义与计算模型代替原有的信息加工观或计算机模拟,对抑制的研究才取得了十分令人瞩目的进展。本文着重从发展和发展病理心理学的角度对该领域当前的研究概况进行了考察。     

Rater Personality and Performance Dimension Weighting in Making Overall Performance Judgments

Purpose  

The present study examined the effects of rater personality on the performance appraisal process. Specifically, we determined the relative weights that raters place on different performance dimensions when making overall performance evaluations, and examined whether rater personality influenced this weighting process. The literatures on social/political values and mate/friend selection were used as guiding frameworks in developing specific hypotheses.     

The Effect of Information Format and Performance Pattern on Performance Appraisal Judgments in a Computerized Performance Monitoring Context1

This paper examines how the presentation of computer-monitored performance information affects performance judgments. Two factors were examined: the performance pattern and the information format. In a computer simulation, subjects were responsible for evaluating the performance of a computer-monitored typist. They were assigned to one of three format conditions: a periodic, delayed, or summarized format. The pattern of the typist's performance was also varied: It either improved, worsened, or remained about the same during the simulation. Results indicate that performance pattern affected subjects' ratings of overall performance, performance quality, and performance consistency. Both factors influenced ratings of future performance and recall of specific performance information. Implications of these results for performance appraisals and computerized performance monitoring systems are discussed.     

Acute Ethanol Administration Impairs Spatial Performance While Facilitating Nonspatial Performance in Rats

Acute ethanol administration produces learning and memory impairments similar to those found following lesions to the hippocampal system in rats. For example, both ethanol and hippocampal lesions impair performance on spatial learning and memory tasks while sparing performance on many nonspatial learning and memory tasks. Lesions to the hippocampal system can also alter the nature of the information that the animal uses to guide its behavior, from using spatial information to using individual cues. In the present experiment, rats were trained, while sober, to navigate on an eight-arm radial arm maze to a specific arm for food reward. During training, the rewarded arm was always in the same specific location and contained well-defined cues. After the rat learned the task, a memory test was conducted under different doses of ethanol (0.0 g/kg [saline control], 1.0, 1.5, or 2.0 g/kg, intraperitoneal). On the test day the maze was rotated so that the cued arm was 90 degrees to the right of its original position. During testing, intact rats showed a significant bias to approach the place where they had been previously rewarded, even though the cue was no longer located there. Acute ethanol administration dose dependently reduced approaches to the rewarded place. However, ethanol administration did not result in increases in random choices; rather, it resulted in a dose-dependent increase in approaches to the cued arm, now in a new location. These results extend previous research showing that acute ethanol administration and lesions to the hippocampal system produce similar effects on learning and memory in rats.     

绩效归因过程及其对低工作绩效评估的影响

采用阈上启动方法和投射方法,以72名学校领导者为被试,对绩效归因过程及领导者有关下属低工作绩效归因和评估进行了探讨。研究表明：（1）绩效归因是双重过程：包括绩效外显归因和内隐归因;（2）外显因素影响领导者对下属低工作绩效行为的归因和评估,其中,领导者对下属低工作绩效行为的归因起中介作用;（3）绩效归因对低工作绩效评估的影响是双重过程：绩效外显归因和绩效内隐归因均影响了低工作绩效评估。     

Motor Performance of Stutterers

A continuing program of research, which is concerned with identifying brain mechanisms underlying stuttering through an analysis of manual motor control, is described. Clear evidence has been found that the neural mechanisms associated with sequential responding (and, by implication, with speech) are lateralized in stutterers as they are in nonstutterers. Although no gross or general in-coordination has been found in motor performance by most stutterers, their left hemisphere mechanisms appear to be inefficient for organizing and initiating new sequences of responses and vulnerable to interference from other neural activities. Results of research on bimanual coordination in stutterers are consistent with a model that attributes the interference, in part, to interhemispheric processes, possibly involving the supplementary motor area. One implication of the research is that the disfluency of stuttering is onfy one manifestation of a more general disfunction in motor and cognitive organization and planning.     

Diligence and Academic Performance

The research literature in education is devoting increasing attention to the role of student effort in academic performance. This study posits a construct, diligence, which expresses or reflects an individual's effort toward achieving physical, mental, social, and spiritual ideals. A Diligence Inventory (DI) was developed using factor analysis and construct validation procedures. Although no statistical relation was found between diligence and ability, the two variables combined to predict 37% of the variance in the academic performance of 237 high-school students. Implications for educational practice include a greater need to affirm the efforts of youth in their quest for balanced educational development.     

关系绩效研究

1993年,Borman和Motowidlo在组织公民行为等概念的基础上提出了关系绩效的概念,引起了广泛关注和大量实证研究。近十年的实证研究主要集中在关系绩效的构成及影响方面。概括不同研究的结果归纳为利他人行为、利组织行为、利工作行为。人格和职务特征是影响关系绩效的主要因素。关系绩效对组织的影响主要表现在促进组织绩效、人员选拔、培训以及绩效评定等方面。作者通过研究综述提出几点启示。